Previously discussed was the importance of mentoring and leadership, as well as the roles of a mentor. This post will cover the various responsibilities of the mentee. To view the entire series:

• Part 1: Interlacing Leadership and Mentoring
• Part 2: The Many Roles of the Mentor
• Part 4: Building the Mentoring Relationship

Studies have shown that mentors typically select their protégés based on performance and potential. Mentors will continue to invest in the relationship when mentees use their time well and are truly open to feedback.

Often when we think of a mentor/mentee relationship, it is associated with a senior/subordinate relationship. This does not need to be the case. I have learned as much from my peers as I have those in a higher position than me. Do not hesitate to reach out to a peer! It may be easier to establish a mutual mentorship relationship between peers than with a superior.

Last week’s post covered the roles of a mentor. There are also responsibilities relegated to the mentee as well. A few include:

• Continuous Learner: take advantage of this opportunity to learn. Be inquisitive; ask questions! But also look for ways to give back to your mento It’s not impossible to think that a mentor may also learn from the mentee. Learning can be a mutual experience and the mentor/mentee relationship can and should be symbiotic.

• Be Timely: very few mentors have time for excessive hand-holding. Most are dealing with their own high stress jobs and long hours. A mentee that is positive and uses their precious time wisely working to solve problems (rather than complain about work) can be a bright spot in the day. Do your research before reaching out to your mentor. Do not waste their time with something that could have been easily googled.

• Be Open: mentees have a lot more than just career advice to gain in a mentorship relationship. Mentors can also speak about education, motivation, and work-life balance. Find out from your mentor what he/she sees as the key points to long-term success and happiness.

• Be Serious: demonstrate that you are eager for counsel by implementing the advice your mentor gave, showing the result, and then going back for more. So, if your mentor suggests you get on project X, get yourself on that project, and do a good job. Then report back to your mentor that you are grateful for the advice because you were able to learn a lot. Your mentor will be much more willing to give you their time and energy after you have proven yourself to be a quick and eager study.

• Synergizer: a benefit of mentorship, or really any great conversation, with a trusted colleague is that new ideas are forged. Capture those ideas and capitalize on them!

• Initiator/Relationship Driver: in the military, many times you are officially assigned a mentor, however, this is typically not the case in a corporate work environment. If you feel like you need help, it is your responsibility to reach out and get assistance! Identify the skills, knowledge, and goals that you are seeking to achieve and discuss with your mentor. Walking up and asking a stranger to be your mentor will rarely work. However, approaching a stranger will a pointed, well thought out question can yield results. Initiate with a superior in your office or someone familiar in the community or even a peer.

As mentioned earlier, mentorship is typically more reciprocal than it may appear. The mentee may receive a more direct type of assistance but the mentor benefits as well. There is a stronger sense of purpose, a sense of pride, and useful information exchanged. When mentorship is done correctly, everybody flourishes.